Hi all,
My first question for this forum: New designers/merchandisers in the garment export house work hard and are ready to learn at whatever cost. I am conducting research into what kind of performance management/appraisal is ideal for these entry-level workers. My central hypothesis is that if they are not managed well in terms of rewarding their inputs (which do not necessarily show in the results form as they are still under someone's supervision), they have a high tendency to leave the organization within a year or two.
So, how can performance reviewers/managers control their attrition rate by building a system in the appraisal format?
Kindly answer quickly if possible... :)
Regards,
Seema Singh
From India, Lucknow
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1My first question for this forum: New designers/merchandisers in the garment export house work hard and are ready to learn at whatever cost. I am conducting research into what kind of performance management/appraisal is ideal for these entry-level workers. My central hypothesis is that if they are not managed well in terms of rewarding their inputs (which do not necessarily show in the results form as they are still under someone's supervision), they have a high tendency to leave the organization within a year or two.
So, how can performance reviewers/managers control their attrition rate by building a system in the appraisal format?
Kindly answer quickly if possible... :)
Regards,
Seema Singh
From India, Lucknow
Acknowledge(0)Amend(0)
Hi Seema,
I appreciate that you think like this. You know, for the initial 1-2 months, give them the training at whatever cost. Prepare them according to your industry and company environment, then give them their individual targets with proper timelines. Maybe under the supervision of another person, only then can you conduct the performance appraisal.
Seema Singh said:
"Hi all,
My first question for this forum. New designers/merchandisers in the garment export house work hard and are ready to learn at whatever cost. I am researching what kind of performance management/appraisal is ideal for these entry-level workers. My central hypothesis is that if they are not managed well in terms of rewarding their inputs (which may not necessarily show in the results form as they are still under someone's supervision), they have a high tendency to leave the organization within a year or two.
So, how can performance reviewers/managers control their attrition rate by building a system in the appraisal format?
Kindly answer promptly if possible... :)
Regards,
Seema Singh"
From India, Delhi
Acknowledge(0)Amend(0)
I appreciate that you think like this. You know, for the initial 1-2 months, give them the training at whatever cost. Prepare them according to your industry and company environment, then give them their individual targets with proper timelines. Maybe under the supervision of another person, only then can you conduct the performance appraisal.
Seema Singh said:
"Hi all,
My first question for this forum. New designers/merchandisers in the garment export house work hard and are ready to learn at whatever cost. I am researching what kind of performance management/appraisal is ideal for these entry-level workers. My central hypothesis is that if they are not managed well in terms of rewarding their inputs (which may not necessarily show in the results form as they are still under someone's supervision), they have a high tendency to leave the organization within a year or two.
So, how can performance reviewers/managers control their attrition rate by building a system in the appraisal format?
Kindly answer promptly if possible... :)
Regards,
Seema Singh"
From India, Delhi
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